Manager, Sales Compensation & Incentives

Rawson; Houston (TX); In loco; USD 120.000 - 170.000; Tempo pieno

Descrizione del lavoro

Rawson is seeking a Manager, Sales Compensation & Incentives to design and administer compensation plans that align seller behavior with margin and growth objectives. The role owns quota and territory setting, payout governance, and incentive modeling, reporting to the VP of Commercial Excellence.

Plans are designed to be budget-neutral to current spend while sharpening incentives for margin and cross-pillar selling, partnering with HR, Finance, and Sales to ensure governance, funding, and pay

Competenze

• 6–10 years of experience in sales compensation or incentive design.
• Demonstrated ownership of comp-plan design with measurable behavior/mmargin impact.
• Strong financial modeling skills; experience with Incentive Compensation Management (ICM) tools.
• Working knowledge of quota/territory methodology and crediting logic.
• Ability to partner across HR, Finance, and Sales and to communicate plans clearly to the field.
• Bachelor’s degree in Business, Finance, HR, or related field.

Mansioni

• Design and administer compensation plans aligned to margin and growth.
• Define quota methodology and territory definitions in partnership with Sales and Commercial Analytics & Reporting.
• Govern payout calculation, ensure accuracy, resolve disputes, and maintain plan documents.
• Model plan cost and budget neutrality; analyze pay-for-performance and plan effectiveness.
• Partner with HR/Total Rewards and Finance on governance, funding, and pay equity; ensure compliant, well-documented plans.

Conoscenze

Sales compensation

Incentive design

Sales operations

Financial modeling

Quota/territory methodology

Communicate plans clearly

Cross-functional collaboration

Formazione

Bachelor's degree in Business/Finance/HR

Strumenti

ICM tools

Descrizione del lavoro

Full-time

The Manager, Sales Compensation & Incentives designs and administers the compensation plans and cross-sell crediting rules that align seller behavior with margin and growth objectives. Reporting to the VP, Commercial Excellence, this role owns quota and territory setting, payout governance, and incentive modeling.

This role is the behavior lever of the commercial operating system—ensuring that what the company pays for is what it wants sellers to do. Plans are designed to be budget-neutral to current spend while sharpening incentives for margin and cross-pillar selling.

Core Areas of Focus

Compensation Plan Design

• Design role-based plan structures, mechanics, accelerators, and Sales Performance Incentive Funds (SPIF) aligned to strategy
• Own the two-sided cross-sell crediting rules that reward originators and closers
• Define crediting mechanics for exception-triggered reassignments (e.g., opportunity redeploy after seller inaction), distinct from standard two-sided cross-sell crediting

Quota & Territory Setting

• Establish quota methodology and territory definitions in partnership with Sales and Commercial Analytics & Reporting
• Balance fairness, attainability, and growth ambition

Payout Governance & Administration

• Ensure sales crediting accuracy, resolve disputes, and administer payout calculation and audit
• Maintain plan documents, terms, and approval records

Modeling & Effectiveness

• Model plan cost and budget neutrality; analyze pay-for-performance and plan effectiveness
• Recommend annual plan changes based on outcomes

Governance & Compliance

• Partner with HR/Total Rewards and Finance on governance, funding, and pay equity; ensure compliant, well-documented plans

Key Internal Partnerships

• HR / Total Rewards — Compensation governance, pay equity, and policy alignment
• Finance & Payroll — Payout funding, accrual, and budget-neutrality validation
• Line Sales & Pillar Leaders — Quota and territory setting and plan communication
• Commercial Analytics & Reporting — Attainment reporting and sales crediting inputs
• Commercial Systems — Source data for sales crediting and attainment tracking

Requirements

Qualifications

• 6–10 years of experience in sales compensation, incentive design, or sales operations, preferably in industrial/B2B
• Demonstrated ownership of comp-plan design and administration with measurable behavior/margin impact
• Strong financial modeling skills; experience with Incentive Compensation Management (ICM) tools
• Working knowledge of quota/territory methodology and crediting logic
• Ability to partner across HR, Finance, and Sales and to communicate plans clearly to the field
• Bachelor’s degree in Business, Finance, HR, or related field required

Equal Opportunity Employer Statement

Relevant Solutions is an Equal Opportunity Employer. We are committed to providing equal employment opportunities to all individuals, regardless of race, color, religion, sex, sexual orientation, gender identity, national origin, age, disability, veteran status, or any other characteristic protected by applicable laws. Reasonable accommodations may be provided to individuals with disabilities to enable them to perform essential job functions.